A stigma-conscious framework for resilience and posttraumatic change.

Members of stigmatized groups face severe, chronic adversities that produce qualitatively unique and often challenging experiences. Further, access to resources relevant to overcoming adversity (e.g.

The Need for Understanding and Addressing Microaggressions in the Workplace.

The special issue on microaggressions highlighted how subtle interpersonal bias is complex, harms its targets, and reinforces established systems of inequity. The aim of this commentary is to contribute an organizational science perspective to this insightful and important dialogue. Given that the workplace is a microcosm of the broader society where adults spend most of their waking hours, studying microaggressions in this context can shed light on their unique manifestations and consequences, as well as methods to address this unique source of workplace adversity.

When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.

Although overt racism is condemned by many organizations, insidious forms of racism persist. Drawing on the conservation of resources framework (Hobfoll, 1989), this article identifies forms and outcomes of racial microaggressions-daily verbal, behavioral, and environmental indignities that denigrate individuals from racially minoritized groups (Sue, Capodilupo, et al., 2007).

Greater than the sum of racism and heterosexism: Intersectional microaggressions toward racial/ethnic and sexual minority group members.

Objectives: Discrimination, once unmistakable, has taken on subtler forms as exemplified by microaggressions-daily, seemingly harmless indignities that send negative messages to minority group members (Sue, Capodilupo, et al., 2007). Furthermore, unique microaggressions exist for individuals who possess more than one stigmatized identity.